2017

最新文章

• LANGUAGE AND COMPETITION: COMMUNICATION VAGUENESS, INTERPRETATION DIFFICULTIES, AND MARKET ENTRY AI翻译
  作者：Guo, Wei; Yu, Tieying; Gimeno, Javier
  作者单位：Hong Kong Polytechnic University; Boston College; INSEAD Business School; INSEAD Business School
  摘要：Firms have a lot to lose from the entry of competitors into their markets. Grounded in the research on interfirm rivalry and strategic communication, we proposed and tested hypotheses suggesting that, when the managers of incumbent firms perceive a high threat of entry, they are more likely to use vagueness in their corporate communications to make their strategies and actions harder to discern. This lessened interpretation results in fewer competitive entries by potential entrants. We used co...
• WHEN DOES CORPORATE SOCIAL RESPONSIBILITY REDUCE EMPLOYEE TURNOVER? EVIDENCE FROM ATTORNEYS BEFORE AND AFTER 9/11 AI翻译
  作者：Carnahan, Seth; Kryscynski, David; Olson, Daniel
  作者单位：University of Michigan System; University of Michigan; Brigham Young University; University of Washington; University of Washington Seattle
  摘要：This study places important boundary conditions on the generally accepted notion that CSR will reduce turnover. Our primary argument is that CSR will be most effective at reducing turnover that is motivated by a preference for more meaningfulness at work. We find empirical support for this idea using microdata on attorneys employed by large law firms. We find that firms with higher levels of CSR have moderately lower rates of turnover to startup law firms and turnover through occupation change...
• RISK AVERSION AND GUANXI ACTIVITIES: A BEHAVIORAL ANALYSIS OF CEOs IN CHINA AI翻译
  作者：Opper, Sonja; Nee, Victor; Holm, Hakan J.
  作者单位：Lund University; Cornell University; Cornell University; Lund University
  摘要：In China, the strategic use of personal relationships is pervasive in transactions with government authorities as well as in interfirm relations. Explanations as to when and why firms rely on guanxi emphasize a close link between organizational resources, environment, and corporate strategic choices. Our study shifts attention to the importance of CEO preferences, specifically risk aversion, and suggests an investment theory of strategic reliance on personal relations to achieve organizational...
• THE MESSAGE IS ON THE WALL? EMOTIONS, SOCIAL MEDIA AND THE DYNAMICS OF INSTITUTIONAL COMPLEXITY AI翻译
  作者：Toubiana, Madeline; Zietsma, Charlene
  作者单位：University of Alberta; York University - Canada
  摘要：In this paper, we explore how emotions influence organizations in situations of institutional complexity. In particular, we study members' and leaders' emotive responses and influence activities in response to a disruptive event that led to a violation of expectations. Our findings show that when people's expectations of an organization's actions are violated it can trigger a process of emotional escalation that leads to destabilization of the organization through the emotion-laden influence a...
• MAINTAINING THE VALUES OF A PROFESSION: INSTITUTIONAL WORK AND MORAL EMOTIONS IN THE EMERGENCY DEPARTMENT AI翻译
  作者：Wright, April L.; Zammuto, Raymond F.; Liesch, Peter W.
  作者单位：University of Queensland; University of Colorado System; University of Colorado Denver; University of Queensland
  摘要：Specialization within professions creates challenges for maintaining the macro-level values of the profession in the everyday work of specialists at the micro level inside organizations. By conducting a qualitative study of emergency-department physicians and their interactions with other hospital specialists, we show how specialists maintain professional values through two distinct processes of institutional work in which moral emotions-that is, emotions linked to the interests of others-play...
• THOSE WITH THE MOST FIND IT HARDEST TO SHARE: EXPLORING LEADER RESISTANCE TO THE IMPLEMENTATION OF TEAM-BASED EMPOWERMENT AI翻译
  作者：Stewart, Greg L.; Astrove, Stacy L.; Reeves, Cody J.; Crawford, Eean R.; Solimeo, Samantha L.
  作者单位：US Department of Veterans Affairs; University of Iowa; University of Iowa; University System of Ohio; John Carroll University; Brigham Young University; University of Iowa; University of Iowa
  摘要：We use a convergent parallel mixed methods approach to explore barriers to the successful implementation of a team-based empowerment initiative within the Veterans Health Administration. Although previous research has suggested that leaders often actively obstruct empowerment initiatives, little is known about the reasons behind and effects of such hindering. Using a longitudinal quasi-experimental design, we support a hypothesis that higher-status physician leaders are less successful than lo...
• IS CONSISTENTLY UNFAIR BETTER THAN SPORADICALLY FAIR? AN INVESTIGATION OF JUSTICE VARIABILITY AND STRESS AI翻译
  作者：Matta, Fadel K.; Scott, Brent A.; Colquitt, Jason A.; Koopman, Joel; Passantino, Liana G.
  作者单位：University System of Georgia; University of Georgia; Michigan State University; Michigan State University's Broad College of Business; Texas A&M University System; Texas A&M University College Station; Mays Business School; Michigan State University; Michigan State University's Broad College of Business
  摘要：Research on organizational justice has predominantly focused on between-individual differences in average levels of fair treatment experienced by employees. Recently, researchers have also demonstrated the importance of considering dynamic, withinindividual fluctuations in fair treatment experienced by employees over time. Drawing on uncertainty management theory, we merge these two streams of research and introduce the concept of justice variability, which captures between-person differences...
• TO SHIFT OR NOT TO SHIFT? DETERMINANTS AND CONSEQUENCES OF PHASE SHIFTING ON JUSTICE JUDGMENTS AI翻译
  作者：Soenen, Guillaume; Melkonian, Tessa; Ambrose, Maureen L.
  作者单位：emlyon business school; emlyon business school; State University System of Florida; University of Central Florida
  摘要：Building on fairness heuristic theory and dual-process theories of cognition, we examine individuals' perceptions of phase shifting. We define phase shifting as an individual perception that triggers a shift from type 1 to type 2 cognitive processes resulting in the reevaluation of justice judgments. In a longitudinal study of a merger, we empirically test the influence of phase-shifting perceptions on justice judgments, and we identify antecedents of phase-shifting perceptions. We find employ...
• SELF-RELIANCE: A GENDER PERSPECTIVE ON ITS RELATIONSHIP TO COMMUNALITY AND LEADERSHIP EVALUATIONS AI翻译
  作者：Schaumberg, Rebecca L.; Flynn, Francis J.
  作者单位：University of Pennsylvania; Stanford University
  摘要：We posit a female advantage in the relationship between self-reliance and leadership evaluations. We test this prediction in four studies. First, using multi-rater evaluations of young managers, we find that self-reliance relates positively to leadership evaluations for women, but not for men. Next, in each of three experiments, we manipulate the gender of a leader and the agentic trait he or she displays (e.g., self-reliance, dominance, no discrete agentic trait). We find that self-reliant fe...
• DANCING ON HOT COALS: HOW EMOTION WORK FACILITATES COLLECTIVE SENSEMAKING AI翻译
  作者：Heaphy, Emily D.
  作者单位：University of Rhode Island
  摘要：While organizations and researchers have traditionally conceptualized customers as consumers of their services and products, there is a growing recognition that organizations need to develop more collaborative relationships with clients. In this research, I explore one implication of this shift-how employees respond to client conflicts. In a multi-method qualitative study, I studied patient advocates, hospital employees who mediate conflicts between patients, families, and staff. I develop a p...